Lead, Learning & Development

Joseph J. Albanese•- Santa Clara, CA

About The Position

The Lead, Learning & Development owns JJA’s employee development strategy, onboarding experience, training governance, workforce readiness, career pathing, mentorship, internship and co-op support, and leadership development programs. The role manages the Learning & Development Coordinator and leads the hands-on execution of Stage 2 onboarding, including orientation, cultural integration, training assignments, regulatory learning, role readiness, pre-employment screening logistics, and new-hire experience quality. The role partners with HR Operations, which retains ownership of Stage 1 digital onboarding data governance, records, and processing controls. The Lead develops and administers learning and workforce development programs, establishes training standards and learning paths, and manages the implementation and ongoing maintenance of the performance management cycle. The role partners across HR, Operations, Safety, Labor Relations, Talent Acquisition, and executive leadership to identify development needs, address onboarding gaps, and confirm workforce readiness. It oversees training communications, learning calendars, program materials, facilitator coordination, vendor relationships, and assigned screening-provider coordination; measures program effectiveness and adoption; supports change management; and maintains compliance-related training documentation. The position requires a bachelor’s degree in a relevant field, bilingual English/Spanish proficiency, and 5–7 years of related experience. It requires proficiency with Microsoft Office and experience with learning, HR, performance management, training-tracking, reporting, and document-management systems. The role must be able to work an adjusted schedule, including early-morning hours as needed. JJA is a family-owned construction business based in Santa Clara, California, established in 1955, with approximately 1,000 employees. The company cites Safety, People, Quality, and Truth as its core values and offers competitive pay and benefits.

Requirements

Bachelor’s degree in Human Resources, Organizational Development, Education, Business Administration, or a related field.
Bilingual English/Spanish proficiency.
5–7 years of experience in Human Resources, Training, Workforce Development, Learning & Development, or a related area, including program design, facilitation, and stakeholder partnership.
Proficiency with Microsoft Office applications.
Experience using learning management systems, HRIS, performance management platforms, training-tracking tools, reporting tools, and document-management systems.
Ability to coordinate training records, track completion, generate learning reports, and quickly learn new HR and learning technologies.
Ability to work an adjusted schedule, including early-morning hours as needed, to support onboarding, drug testing, orientation, and field workforce-readiness activities.
Ability to handle employee development, readiness, and performance-related information with discretion.

Nice To Haves

People leadership experience.
SHRM-CP, PHR, CPTD, ATD, or a related learning and development certification.

Responsibilities

Develop and execute learning and development strategies supporting workforce capability, regulatory readiness, leadership development, internal mobility, and organizational growth.
Manage the Learning & Development Coordinator, including workload, priorities, coaching, process standards, and training administration quality.
Own hands-on Stage 2 onboarding execution, including orientation, cultural integration, training assignments, regulatory learning, role readiness, screening logistics, and new-hire experience quality.
Coordinate early-morning drug testing, ensure new hires attend scheduled testing, liaise with the testing provider, and arrange retesting or follow-up when needed.
For applicable Field Operations hires, coordinate background-check logistics and follow-up through completion.
Support completion follow-up and user experience for Stage 1 digital onboarding in partnership with HR Operations, which retains ownership of data governance, records, and processing controls.
Establish training governance standards, course assignments, learning paths, completion tracking, recordkeeping, and reporting routines for required training.
Develop and administer leadership development, mentorship, internship, co-op, career pathing, and workforce development programs.
Lead implementation, tracking, and maintenance of the performance management cycle, including planning, communications, guidance, completion tracking, documentation, and continuous improvement.
Partner with Field Operations, Operations, Safety, Labor Relations, HR Business Partners, Talent Acquisition, HR Operations, and executive leadership to identify development needs, address onboarding gaps, track requirements, and confirm workforce readiness as applicable.
Oversee training communications, learning calendars, program materials, facilitator coordination, training vendor relationships, and assigned onboarding screening-provider coordination.
Measure onboarding effectiveness, training completion, learner feedback, employee readiness, and program adoption, and use data to improve outcomes.
Support change management and process adoption with training materials, manager guides, employee communications, and learning reinforcement.
Maintain compliance-related training documentation and coordinate reporting with HR Operations, Safety, and functional stakeholders as needed.
Promote company culture and employee engagement through onboarding, development, and learning programs.